Easy-going 'fun' managers help cut work-stress

Research by consultants Affinity Health at Work, together with psychologists from Goldsmiths College in London and City University, showed that workers would be less stressed out and take fewer days off sick if managers were better at handling their well-being.

A study of the skills needed to be a "good boss" revealed that an easy-going approach, use of humour and regularly providing "treats" for employees were all important.

Emma Donaldson-Feilder of Affinity Health At Work said she had drawn up a list of 19 "stress management behaviours" she claimed would be good for workers' health. They included being accessible, taking responsibility, good communication, having a friendly style and not being afraid to seek advice from colleagues.

"Managers do have a big impact on workers' well-being. If someone had all 19 traits we identified they would be a dream manager from a health and well-being point of view," she said.

She added: "Our research aims to help managers behave in ways that prevent and reduce stress at work. We hope employers will use the emerging competency framework to train and develop current managers, select and assess new managers and hold managers accountable for behaving in ways that improve staff well-being."

'Toxic managers'

Meanwhile, another psychologist has been examining the opposite end of the management spectrum - a breed of so-called "toxic managers" who shout at staff, are seen as arrogant and who generally make life hell for workers.

Research published at the British Psychological Society's occupational psychology conference in Bristol, showed that such a management style tended to lower the morale of staff and affected productivity.

Professor Adrian Furnham, of University College, London, who pooled together previous studies as well as conducting his own research, said the number of 'toxic managers' was low, but listed a number of characteristics to watch out for. These included:

> Inconsistency and unpredictability. You can never be sure what they will say or do.

> Low tolerance of provocation. They are known for their moodiness.

> Self-indulgence. They are often deeply selfish.

> Lack of long-term planning. They can't or won't plan for future eventualities for themselves, their staff or their product.

> Restlessness. They get bored easily and can't seem to pay attention.

> Learning problems. Many have few educational qualifications.

> Poor emotional control. They shout, weep, sulk and gush with little embarrassment or control.

> Placing little value on skills. They despise attempts by staff to upgrade their skills.